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Feature · Performance Goals

Pick the metric. Set the target. Pay when they hit it.

Performance Goals turn the numbers you already track — billable %, gross margin, revenue, commission — into target-based incentives your crews can see, chase, and earn. Quarterly, monthly, or weekly. Individual or team.

Schedule a demo See how a goal is built →
Goal · tiered reward · earned this period

How a Performance Goal works

One metric. One target. One reward — visible all period.

ProPay rewards production on a single job. Performance Goals reward bigger-picture behavior — the metrics you watch in your monthly review, now tied to real money your team can earn.

1

Set the target

Pick the metric, period, and scope. Set the threshold.

2

Track it live

Crew sees live progress, the gap to the next tier, and the projected payout — every day in the app.

3

Earn the reward

Hit the target, the reward unlocks. Stretch past, the next tier kicks in. Individual or pooled — your call.

Four capabilities that make this work

Goals built for the way your business actually runs.

Performance Goals isn't a static commission table. It's a configurable target system: any metric, any scope, any tier structure, repeatable across your whole org.

Capability 1 — The metric

Pick the goal that matters now

Billable % is live today. Gross margin, revenue, work sales, commission, and upsells ship every quarter.

Every metric reads from data Protiv already pulls. No new spreadsheet, no double-bookkeeping.

  • Billable % — live now, ideal for service techs
  • Gross Margin, Revenue produced — coming this quarter
  • Work sales, Commission, Upsells — on the roadmap
Metric library showing Billable % LIVE plus Gross Margin, Revenue produced, Work sales, Commission, and Upsells coming soon
Capability 2 — Where it applies

Set goals at the level that drives behavior

Same metric, different behavior depending on who owns it. Company revenue moves leadership. Route-level upsells move a manager. Individual billable% moves the tech.

Five scopes, one control panel. Stack them or run them independently.

  • Company — top-line numbers, board-level KPIs
  • Branch + Division — P&L owners and operating units
  • Manager — team-level outcomes a leader controls
  • Route — geography or schedule-based goals
  • Crew member — individual performance, individual reward
Org hierarchy showing 5 scope levels for goal-setting
Capability 3 — The reward

Tiered, transparent, and visible all period

Flat thresholds become ceilings — clear the bar and momentum dies. Tiers keep the stretch alive: 75% unlocks $100. 85%, $250. 95%, $500. The next tier is always in view.

Workers see current value, gap to the next tier, and projected dollars — live. The target behavior becomes the behavior they watch pay off.

  • Multiple tiers per goal — reward the floor and the stretch
  • Live progress in the worker app — no end-of-period reveal
  • Distribute individually, or pool the bonus across the team
  • Configurable thresholds — match your business cadence
Tier ladder showing 75% achieved, 85% close, 95% stretch goal
Capability 4 — Scale

Build the goal once. Roll it out everywhere.

One billable goal shouldn't take thirty setups across thirty branches. Save it as a template, apply everywhere in one click, override where you need an exception.

Run a quarterly program company-wide in minutes. Iterate next quarter without rebuilding.

  • Templates with metric, period, tiers, and distribution presets
  • Apply across branches, divisions, routes, or teams in one step
  • Branch-level overrides for the exceptions that matter
  • Versioning + history — see what changed quarter over quarter
Performance Goal template duplicated across multiple branches
PG

Inside Protiv we call this ProGoals.

It's the second engine in the platform — sitting alongside ProPay. ProPay rewards production on the job. ProGoals rewards performance against the metrics that drive your whole business.

Common questions

"What if our metric isn't on your list?"

The honest answers to the questions every operations leader asks before turning this on.

What metrics are live today?
Billable %. Gross Margin, Revenue produced, Work sales, Commission, and Upsells ship every quarter — the roadmap is public on the metric library page.
Can we layer goals on top of ProPay?
Yes. A crew member can be earning ProPay on a job today and a quarterly billable-% goal on top of it. The two engines run independently and stack.
Individual or team rewards?
Both. Configure each goal as individual (each person hits their own number) or pooled (the team hits it together and the bonus splits). You can run both styles in parallel.
What about the people who don't hit any tier?
Nothing — that's the design. Rewards unlock at thresholds, not below them. The tier visibility surfaces who's close, so managers can coach in time to hit the next tier.
How long does it take to set one up?
First goal: about 15 minutes with our team. After that, templates make repeat goals a 1–2 click rollout. New programs go live company-wide in minutes.
What if a manager wants to game the metric?
Goals run on the same clean production data the rest of the platform uses. Read-only connectors, audit log, and held-bonus rules all carry over. The numbers are the numbers.

15 minutes a quarter. Programs that move the business.

Set the target. Hit publish. The crew sees the goal, the tiers, and the live progress in the app the same day. Quarter ends, payouts run automatically against the data Protiv already has.

Build your first goal →

What this means for your business

A goal isn't a goal until it's tied to pay.

+12%
Lift in T&M billable %
Average improvement once a tiered billable goal goes live across a service branch
15 min
To set up the first goal
Then 1–2 clicks per branch with templates — programs roll company-wide same day
5x
ROI on every dollar paid out
Goals are funded from the margin gains they drive — the ROI math is built into the design

"We'd been talking about a billable% goal for two years. With Protiv it took 20 minutes to set up and our techs hit Tier 2 the first quarter."

— Operations Director · Multi-branch HVAC service business

What goal would you set if pay was tied to it?

30 minutes with our team. We'll look at the metrics you already track, find the one most worth paying against, and design the tiers around your real numbers.

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